Take a job description from 2021. Now look at the same one, updated in 2026 with the help of a generative AI tool. It has often tripled in length.
“CV-based” recruitment feels reassuring. University, job title, employer brand, years of experience… all signals that create the impression of an objective screening process. But these are indicators of conformity, not performance.
A poor hire can cost between 30% and 150% of the employee’s annual salary, not to mention the impact on team dynamics, productivity, and employer branding. These hidden costs add up quickly: wasted training time, delayed projects, demotivated teams, and sometimes a deteriorated work climate.
"It’s fun, sure, but is it really serious?" That’s probably the question we hear most often when discussing gamification in HR.
Spotting and nurturing the next generation of leaders is a strategic priority for any organisation that wants to stay competitive. But how do you identify these high-potential individuals and create the right conditions for them to thrive?
Recruiting a manager is a strategic decision that directly impacts team performance and overall business success. A manager must not only possess technical expertise and solid experience but also demonstrate leadership, sound decision-making, emotional intelligence, and adaptability.
By integrating a pre-recorded video interview solution with psychometric tests, businesses significantly increase their chances of identifying the most suitable talent for their needs.
Recruitment isn’t just about filling an empty seat; it’s about selecting the right person to take your company to the next level. But how can you be sure you’re making the right choice? How can you turn this challenge into an opportunity?
The competency-based approach is emerging as a strategic alternative. By emphasising behavioural, cognitive, and technical competencies, it provides a way to assess candidates' true potential to succeed in a role, adapt to diverse situations, and actively contribute to organisational goals.
Among the most dynamic and innovative approaches to emerge are gamified tests, which stand out as a revolutionary way for recruiters to assess both the skills and personalities of candidates.
How long have reasoning tests been around? For over a century! And yet, this classic evaluation tool is still not fully mastered by recruitment professionals.
While personality assessments have become indispensable allies in recruitment processes, their use is sometimes questionable and can be detrimental, both for the candidate and the recruiter.
Over the last few years, the world of recruitment has been turned upside down. With the advancement of technology and innovation, new tools and methods are revolutionising the way companies select their future employees.
In the AI era, human intelligence and technology converge, revolutionising HR processes and optimising recruitment and talent management.
In the search for the best talent, the job interview stage can sometimes be a balancing act. The structured interview is an excellent ally to help you conduct this exercise more efficiently and objectively!
In talent acquisition, an agile approach will bring more flexibility and efficiency to the sometimes rigid and complex recruitment processes.
Psychometric tests are essential for providing complete and objective data in order to make good recruitment and talent-management decisions.
Newsletter:Empowering Talent
Your monthly appointment to explore current HR challenges and key issues.
Subscribe on LinkedIn
